Leader Values, the Structure of Employee Stock Ownership Plans, and Organizational Outcomes  - CLEO Skip to main content


What is the role of the personal philosophy or values of an organizational leader– with respect to organizational human resources, benefits, finance, and other practices– in determining policies and financial outcomes?

In particular, what is the relationship between the personal philosophy (as it relates to the management of the firm) of leaders of employee-owned companies and the structure of their employee stock ownership plans (ESOPs)? No two ESOPs are alike because the particular arrangement of the elements of an ESOP–its structure–is unique and may tend to favor either human resource strategies for achieving organizational outcomes or financial strategies for achieving those outcomes. A related question is: what is the relationship, if any, between the structure of an ESOP and organizational outcomes?

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